Author Type

Graduate Student

Date of Award

2016

Document Type

Dissertation

Publication Status

Version of Record

Submission Date

October 2026

Thesis/Dissertation Advisor [Chair]

Williams, Ethlyn A.

Abstract

This dissertation presents an analytical framework based on the processes of social identification and self-categorization as mechanisms through which team-focused leadership and group affective tone separately and jointly contribute to team outcomes at both the team and team member levels A review of relevant literature supported the development of the research hypotheses The hypotheses were tested using multilevel structural equation modeling and single level path analysis to tease out significant effects of team leadership and affective processes in teams The results of single level path analyses demonstrated that leaders and team members contribute to the affective tone of a team through the sharing of emotions and processes of emotional contagion and norms of emotional expression via identification and self-categorization processes Both individual leaders (vertical team-focused leadership) and team members sharing in leadership processes (shared team-focused leadership) were found to distinctly contribute to group affective tone and the important team outcomes of team performance, creativity, trust, team member engagement, team member identification, and team member citizenship behaviors The results further demonstrated that the affective tone of a team (group affective tone) has direct effects on team member outcomes, and mediates direct effects on outcomes of team-focused leadership Group affective tone was found to mediate the effects of both vertical and shared team-focused leadership on team member engagement, identification, citizenship behaviors, and team trust The results are relevant to both researchers interested in studying leadership and affective processes in teams and to management practitioners interested in understanding contributions to team effectiveness The consideration of both team-focused leadership and the affective tone of a team matter in team effectiveness The emotional climate of a team appears to be important to team member outcomes more so than team-level outcomes Therefore, what managers consider to be important indicators of team effectiveness (either team-level or team member-level) determine the actions of a manager to monitor and strengthen the positive affective tone of a team Limitations are discussed and future research directions are provided to extend the observations of this study

Extent

216 p

Comments

Includes bibliography|Dissertation (PhD)--Florida Atlantic University, 2016|FAU Electronic Theses and Dissertations Collection|Includes bibliography

Identifier

FA00004763

Format

pdf

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